ML19045A287
| ML19045A287 | |
| Person / Time | |
|---|---|
| Issue date: | 05/21/2019 |
| From: | Cauffman C NRC/NRR/DIRS/IRIB |
| To: | |
| Cauffman C | |
| Shared Package | |
| ML19042A025, ML19140A358 | List: |
| References | |
| CN 19-016, DC 19-002 | |
| Download: ML19045A287 (11) | |
Text
NRC INSPECTION MANUAL IRIB INSPECTION MANUAL CHAPTER 0307 APPENDIX D POWER REACTOR RESIDENT INSPECTOR RETENTION AND RECRUITMENT PROGRAM MONTORING AND ASSESSMENT PILOT Effective Date: 05/21/2019
Issue Date: 05/21/19 1
0307 Appendix D 0307D-01 PURPOSE The purpose of this appendix is to provide a necessary and sufficient set of actionable and objective indicators reflecting the health of our ability to recruit and retain the senior resident inspectors (SRIs) and resident inspectors (RI) in support of effective and efficient site oversight.
0307D -02 OBJECTIVE The objective is to ensure that highly qualified SRIs and RIs are stationed at sites to provide stable, effective, and efficient oversight.
0307D -03 DEFINITIONS None 0307D-04 RESPONSIBILITIES AND AUTHORITIES Regions, Technical Support Branches, are responsible for gathering the information described in the Inspection Manual Chapter Appendix and reporting it to the Reactor Inspection Branch.
Chief, Reactor Inspection Branch, NRR/DIRS/IRIB is responsible tabulating, performing analysis, summarizing, and reporting out on the health of the Resident Inspector Retention and Recruitment Program. Typically, this will be communicated with the annual self-assessment SECY.
0307D-05 REQUIREMENTS Data collections will be, in part, supported by IMC 0307 Appendix D Demographics Data and Plots Spreadsheet (ML18351A359). (non-public) 5.01 Senior Resident Inspector and Resident Inspector Vacancies.
The regions will populate the bolded information under the Year Data (e.g., 2018 Data). Leave fields blank which do not apply.
Tables 1a and 1b: Senior Resident Inspector and Resident Inspector Vacancies REGION POSITION NAME (SRI/RI on 1/1/18)
DATE LEFT REASON FOR LEAVING COMMENTS HOW FILLED Site SRI/RI Staff Date Drop down Drop down
Issue Date: 05/21/19 2
0307 Appendix D NAME OF PERMANENT RELIEF START DATE (Reported to Site)
LAST DUTY STATION PERMANENT GAP Staff 2 Date Free text Calculated Where:
Date Left: The date the permanent SRI or RI left the current site (may be prior to the calendar year being examined). The Date Left is considered the date of turnover used in the analysis and should be the date found on Standard Form (SF) 52.
Start Date: The date the permanent SRI or RI reported to the site and should be the date found on Standard Form (SF) 52.
Permanent Gap: The time when there is no permanently stationed SRI/RI assigned to the site. Includes all time when SRI/RI backfilling occurs using temporary assignments or when position gapping occurs. Staff temporarily assigned to the site to provide site coverage using SF-52 are not considered permanent stationed.
The program office will summarize data collections and trends as follows:
For RIs, turnovers graph by year the number of Lateral Site Transfers, RIs Promoted to SRI, Promotions to non-resident, Retirements, and Resignations For SRIs, turnovers graph by year the number of Lateral Site Transfers, Promotions to non-resident, Retirements, and Resignations Graph by year the total gap days divided by the fully staffed days (after pilot).
The program office will summarize data collections and trends in the analysis report.
5.02 Senior Resident Inspector and Resident Inspector Position Filling The regions will enter the information below under the Year Data (e.g., 2018 Data) as appropriate. Leave fields blank when not applicable.
Table 2: Senior Resident Inspector and Resident Inspector Position Filling NUMBER OF STAFF USED TO COVER PERMANENT GAP COMMENTS ON FILLINGS (Describe Challenges)
IF APPLICABLE NUMBER OF QUALIFIED APPLICANTS (1st agency-wide posting, if applicable)
Issue Date: 05/21/19 3
0307 Appendix D Where:
Number of Staff used to Cover Permanent Gap: The number of temporary staff required to fill gapped SRI/RI positions Number of Qualified Applicants: The number of applicants identified during the first agency-wide posting for the permanent position.
Summarize data collections and trends in the analysis report.
5.03 Senior Resident Inspector and Resident Inspector Experience SRI/RI positions filled by temporary staff (non-permanently assigned staff typically on per-diem) or unfilled SRI/RI positions on December 31 will be reported as null and noted in reported data.
NRC Hire Date, Resident Basis Date, and Current Site Date can typically be used to calculate NRC Time, Current Site Time, and Total Resident Time respectively when service is continuous. Relevant Non-NRC Experience and the calculated NRC Time is used to calculate Total Experience.
Report a snapshot of experience on December 31 of the calendar year. Enter the bolded data shown in the table below. The spreadsheet will calculate the experience totals for continuous service cases.
Table 3: Senior Resident Inspector and Resident Inspector Experience NAME (SRI/RI on 12/31/18)
NRC HIRE DATE RESIDENT BASIS DATE CURRENT SITE DATE RELEVANT NON-NRC EXPERIENCE NRC TIME TOTAL EXPERIENCE CURRENT SITE TIME TOTAL RESIDENT TIME Staff 1 05/26/04 03/02/08 06/01/14 15.0 Yr 14.6 Yr 29.6 Yr 4.6 Yr 10.8 Yr Where:
NRC Hire Date: The date the SRI or RI was hired by the NRC o NRC Time: The total number of years spent at Nuclear Regulatory Commission (NRC) (calculated in spreadsheet)
Resident Basis Date: The date the SRI or RI first was permanently assigned to any site as a SRI or RI. Include resident inspector construction experience.
o Total Resident Time: The total number of years spent as an SRI or RI (calculated in spreadsheet)
Current Site Date: The date the SRI or RI reported to the current site o Current Site Time: The total number of years spent as an SRI or RI at the current site (calculated in spreadsheet)
Issue Date: 05/21/19 4
0307 Appendix D Relevant Non-NRC Experience: The relevant nuclear power experience acquired outside of the NRC. Examples include operation, engineering, maintenance, or construction experience with commercial nuclear power plants, naval shipyards, U.S. Department of Energy facilities, or the U.S. Navys nuclear power program.
The program office will summarize data collections and trends in the analysis report.
Graph:
Average Current Site Time, Average Resident Time, Average NRC Time, and Average Relevant Non-NRC Experience by year for SRIs Average Current Site Time, Average Resident Time, Average NRC Time, and Average Relevant Non-NRC Experience by year for RIs Average Current Site Time, Average Resident Time, Average NRC Time, and Average Relevant Non-NRC Experience by region for SRIs Average Current Site Time, Average Resident Time, Average NRC Time, and Average Relevant Non-NRC Experience by region for RIs 5.04 Senior Resident Inspector and Resident Inspector Departure Survey When an SRI or RI leaves the agency, Office of the Chief Human Capital Officer will offer the departing staff an opportunity to anonymously complete NRC Form 730, Exit Interview Survey to determine the factors which influenced the inspectors decision to leave the agency.
Similarly, when an SRI or RI leaves the RI program but remains employed at the NRC, the region will offer the departing SRI or RI an opportunity to anonymously complete Form 1, Departure Survey. Mail for anonymity or e-mail to the completed Form 1 to the NRR/DIRS/IRIB Branch Chief.
5.05 Regional Report Out on the Health of RI Recruitment and Retention At the end of the year each region will report out on the health of regional resident recruitment and retention program. Fill out Form 2, Health of Regional Resident Recruitment and Retention Program and e-mail it to the NRR/DIRS/IRIB Branch Chief.
0307D-06 GUIDANCE 06.01 through 06.05 No guidance 0307D-07 REFERENCES SRM-COMGJD-98-001/COMEXM-98-002, Discussion of Resident Inspector Demographics and the Balance between Expertise and Objectivity, dated April 8, 1998 (ADAMS Accession No. ML003753515) (non-public)
Issue Date: 05/21/19 5
0307 Appendix D COMSECY-14-0030, Proposed Suspension of the Reactor Oversight Process Self-Assessment for Calendar Year 2014, dated August 5, 2014 (ADAMS Accession No. ML14168A532)
SRM-COMSECY-14-0030, dated September 19, 2014 (ADAMS Accession No. ML14262A078)
COMSECY-15-0014, Proposed Elimination of Annual Reporting Requirements for Specific Evaluations within the Reactor Oversight Process Self-Assessment Process, dated May 7, 2015 (ADAMS Accession No. ML15072A202)
SRM-COMSECY-15-0014, dated June 18, 2015 (ADAMS Accession No. ML15169B131)
SECY-19-0002, Implementation of Changes to the Resident Inspector Program. (ADAMS Accession No. ML18213A373) (non-public)
Issue Date: 05/21/19 Att 1 - 1 0307 Appendix D - Form 1: Departure Survey Reasons for Leaving the Resident Inspector Program Circumstances Promotion Lateral Other Factors Influencing Your Decision to Leave The RI Program A. Compensation Check All Compensation Factors That Influenced Your Decision.
A0. None of the following factors influenced my decision to leave.
A1. Pay / Cost of Living A2. Dissatisfaction with Incentives (Retention, Relocation, Awards)
Comments about compensation:
Factors Influencing Your Decision to Leave The RI Program B. Quality Of Work Life Check All Quality Of Work Life Factors That Influenced Your Decision.
B0. None of the following factors influenced my decision to leave.
B1. Dissatisfaction with Work Schedule Flexibilities B4. Dissatisfaction with Telework Opportunities B2. Commute Too Long B5. Dissatisfaction with Office Environment (Office Space, Safety, Etc.)
B3. Stressful Work Environment B6. Dissatisfaction with General Location (State, City, Town)
Comments about quality of work life:
Issue Date: 05/21/19 Att 1 - 2 0307 Appendix D Factors Influencing Your Decision to Leave the RI Program C. Management and Organization Check All Management And Organization Factors That Influenced Your Decision.
C0. None of the following factors influenced my decision to leave.
C1. Lack of Opportunity for Career Advancement C9. Favoritism C2. Lack of Opportunity for Training and Development C9. Inability to Influence Organizational Decisions C3. Lack of Opportunity for Continuing Education C10. Dissatisfaction with Organizational Culture C4. Poor Communication C11. Dissatisfaction with Employee Accountability (Deliberate misconduct is tolerated)
C5. Work Not Valued /
Appreciated C12. Management Promotes Industry Over Adequate Safety C6. Skills Not Utilized C13. Dissatisfaction with my Immediate Supervisors C7. Poor Morale C14. Dissatisfaction with Senior Leadership in my Region C8. Work Load Too Heavy Comments about management and organization:
Issue Date: 05/21/19 Att 1 - 3 0307 Appendix D Factors Influencing Your Decision to Leave the RI Program D. Personal / Family Check All Personal / Family Factors That Influenced Your Decision.
D0. None of the following factors influenced my decision to leave.
D1. No Desire to Relocate out of the Area D4. Elder Care D2. Health D5. Pursue Education D3. Child Care D6. Start Business Comments about personal and family:
Of all the factors influencing your decision to leave the RI Program, indicate the One Most Important Factor that resulted in you leaving (indicate the alpha/numeric code).
What was the Second Most Important Factor that resulted in your leaving the RI Program (indicate the alpha/numeric code).
Is there anything that would have changed your decision to leave the RI Program?
Issue Date: 05/21/19 Att 2 - 1 0307 Appendix D - Form 2: Health of Regional Resident Recruitment and Retention Program Date:
Region:
Number
- 1. Indicate the approximate number of staff in your region who are working on RI qualifications and who are pursuing a permanent RI position.
- 2. Indicate the approximate number of staff in your region who are qualified RI and who are pursuing a permanent SRI/RI position. Do not include inspectors who are currently filling SRI/RI position or staff that are only interested in backfilling.
- 3. Indicate the number of staff indicated in 1 and 2 above who have signed a mobility agreement.
- 4. Indicate the approximate number of staff in your region who are qualified and who only support SRI/RI backfill during times when the permanent SRI/RI position holder is unavailable to provide site support.
- 5. Considering anticipated staffing needs in your region, indicate whether additional SRI/RI recruitment efforts are warranted and if so describe those efforts being undertaken or planned in general terms (e.g., external hiring, additional relocation incentives).
- 6. During the last calendar year, describe any noteworthy challenges (e.g., staff departures, hard to fill positions, dwindling RI pool resources, lack of resources to support RI qualifications), improvement ideas, and general observations and insights related to resident retention and recruitment.
Issue Date: 05/21/19 Att 3 - 1 0307 Appendix D - Revision History for IMC 0307 Appendix D Commitment Tracking Number Accession Number Issue Date Change Notice Description of Change Description of Training Required and Completion Date Comment Resolution and Closed Feedback Form Accession Number (Pre-Decisional, Non-Public Information)
ML19045A287 05/21/19 CN 19-016 Initial Issue. Conducted 4-year search and found no commitments. Created to provide a necessary and sufficient set of actionable and objective indicators reflecting the health of our ability to recruit and retain the senior resident inspectors (SRIs) and resident inspectors (RI) in support of effective and efficient site oversight.